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A Bullying and Harassment Policy sets clear rules about unacceptable workplace behavior and explains how organizations handle complaints. It protects employees by defining what counts as bullying or harassment under NZ employment law, including physical, verbal, and online misconduct.

The policy must outline reporting procedures, investigation steps, and possible consequences for offenders. It helps employers meet their obligations under the Health and Safety at Work Act 2015 and Human Rights Act 1993, while giving staff confidence to speak up when they experience or witness harmful behavior. Most Kiwi workplaces display this policy prominently and include it in employee onboarding materials.

Implement a Bullying and Harassment Policy as soon as you hire your first employee in New Zealand. Most employers introduce this policy during their company setup phase or when expanding their workforce. It becomes especially crucial when managing multiple teams, remote workers, or staff across different locations.

Use the policy immediately after incidents occur, during workplace investigations, or when employees raise concerns about inappropriate behavior. Regular review and updates are essential when workplace dynamics change, after significant incidents, or when new laws affect employee rights and protections. Many organizations also activate the policy during merger integrations or when adopting new communication platforms.

• Basic Workplace Policy: Covers essential definitions, reporting procedures, and consequences - suitable for small businesses and startups
• Comprehensive Policy: Includes detailed investigation processes, support mechanisms, and multiple reporting channels - ideal for large organizations
• Industry-Specific Policy: Tailored for sectors like healthcare or education, addressing unique workplace dynamics and risks
• Digital Workplace Policy: Focuses on cyber-bullying, online harassment, and remote work situations
• Zero-Tolerance Policy: Emphasizes strict enforcement and immediate action protocols, often used in high-risk environments

• Employers: Create, implement, and enforce the policy across their organizations, ensuring compliance with NZ employment laws
• HR Managers: Draft and update the policy, handle complaints, conduct investigations, and provide staff training
• Line Managers: Apply the policy daily, address minor incidents, and escalate serious complaints to HR
• Employees: Follow policy guidelines, report incidents, and participate in investigations when needed
• WorkSafe NZ: Reviews policies during workplace inspections and provides guidance on health and safety requirements

• Company Details: Gather your organization's structure, size, and workplace locations
• Industry Context: Review common risks and issues specific to your sector in NZ
• Reporting Chain: Map out clear reporting lines and contact persons for complaints
• Investigation Process: Define steps for handling complaints, including timeframes and documentation
• Support Systems: List available resources like counseling services or external mediators
• Communication Plan: Prepare how you'll introduce and explain the policy to staff
• Review Schedule: Set dates for regular policy updates and staff training sessions

• Definitions: Clear explanations of bullying and harassment under NZ law, including examples
• Scope Statement: Who's covered, including contractors and temporary staff
• Legal Framework: References to Health and Safety at Work Act 2015 and Human Rights Act 1993
• Reporting Process: Multiple channels for raising concerns confidentially
• Investigation Procedures: Timeline, steps, and documentation requirements
• Disciplinary Actions: Range of consequences for policy breaches
• Protection Measures: Anti-retaliation provisions and witness safeguards
• Review Schedule: Commitment to regular policy updates

A Bullying and Harassment Policy differs significantly from a Sexual Harassment Policy in several key ways, though they're often mistakenly used interchangeably. While both aim to protect employees, their scope and application vary considerably.

• Scope of Coverage: Bullying and Harassment Policies address a broader range of misconduct, including intimidation, exclusion, and workplace abuse, while Sexual Harassment Policies focus specifically on unwanted sexual behavior or gender-based discrimination
• Legal Framework: Sexual Harassment Policies align primarily with the Human Rights Act 1993, while Bullying and Harassment Policies draw from both employment and health and safety legislation
• Investigation Procedures: Sexual harassment complaints often require specialized handling and external investigators, whereas bullying cases may be managed through internal HR processes
• Remedial Actions: Sexual harassment typically demands more immediate and severe interventions, including possible police involvement, while bullying cases might focus more on mediation and behavioral modification